It is our experience from working with hundreds of leaders that the opportunity to actually seek feedback is a foreign concept. So much so that to really stand out today, a leader needs to learn to take charge of his/her own career and become more proactive in seeking feedback that is future oriented and given consistently.
It is no secret that well over 90% of all Fortune 500 companies use a 360° survey or multi-rater assessment to determine the effectiveness of their key leaders. The key objective usually focuses on the hope that the executive has improved his/her rankings. However, not all companies recognize how easy it is to take the 360 degree feedback process and turn it into a highly effective streamlined leadership development program. So, why should your company have a 360 degree feedback program to develop talent?
One of the highlights of last week was the WAVE annual event at which we delivered the keynote and moderated a panel discussion with trailblazing women in corporate America. WAVE stands for Women Adding Value & Excellence. This three-year-old volunteer organization is the brainchild of Susan Baxley of Teradata and Christine Tombelesi of GE. The title for the event: The Conversation - From Thorns to Roses: How People Deal with Critical Conversations and, quite specifically, how women and men deal with these challenging situations.
What does a leader do to enhance his/her chances for growing and developing inside an organization? For many, this notion of leadership development means waiting for the annual or mid-year review process to see how the boss is feeling about their performance.